2012 Budget - South Suburban Parks and Recreation

South Suburban Park and Recreation District
Mission and Goals
Human Resources (continued)
Department Overview (continued)
Employee Relations
Safety and Risk Management
Supervisor/Management Consulting
Administration and Compliance
Accomplishments
Over the past year, Human Resources worked collaboratively to accomplish the following:
Employee Lifecycle. We have worked extensively to design a new employee
orientation that will reach every new hire in the District when implemented. This was
done in partnership with the Colorado Special District Property and Liability Pool,
and FirstNet Learning, experts in on-line learning tools. Leveraging our partnerships,
we accomplished this while spending a fraction of what a program like this would
normally take to develop. We are working toward implementation in early 2012.
Employee Development, Training and Communication. This was the first year of our
new Step-Up Leadership Academy at South Suburban. This program is designed to
develop current and future leaders through assessment, training, coaching and
organization-specific assignments to adequately prepare them for the challenges they
face on the job now and in the future. Again, with this program, we leveraged our
partnerships, this time with Mountain States Employers Council. This has helped us
to be very strategic in our approach to “succession planning” with our goal of having
a pool of solid, competent, and innovative future leaders for our organization.
Compensation and Recognition. We have accomplished a great deal in this area over
the past 12-months. This includes a major and thorough market study of pay and pay
practices in the Denver area. This study resulted in an update to our Full-Time and
Regular Part-Time pay levels and ranges. Pay ranges increased an average of 4.9%
since the last adjustment that was made to full-time ranges in 2008. We are also in
the process of designing and implementing a new Part-Time pay plan, which will be
implemented in January of 2012. Of note, this new plan will address compression
issues in our part-time pay rates. We anticipate this change to result in an increase to
our part-time budget for 2012 of approximately $50,000, which includes the
mandated Colorado minimum wage increase.
Wellness and Benefits. Our medical and dental plan contributions (both employee
and employer) have held steady for four years running, as compared to double digit
trends in the market place. While our costs are anticipated to increase about 9% for
2012, we have a healthy reserve balance that allows us to leave our contributions
levels at current amounts. While there are many factors that have lead to the success
of our medical plan, one I will highlight is our employee wellness program: B-WELL
(The Benefits of Wellness, Education, Laughing and Living well). The main focus of
this program is our B-FIT credits, which can be earned by employees throughout the
year. When the minimum goal amount of credits is reached, the employee receives a
reduction to their medical contributions in the next year, amounting to $240 annually.
In 2011, we experienced a 23% increase in employee participation from 2010!
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